A Model of Knowledge-Sharing Motivation: An Annotated Bibliography

Running head: ANNOTATED BIBLIOGRAPHY 1
Annotated Bibliography
Student`s Name
Institutional Affiliation

Running head: ANNOTATED BIBLIOGRAPHY 2
Annotated Bibliography
Business Research Method
Article Information
Title
A Model of Knowledge-Sharing Motivation
Authors
Marylène Gagné
Source
Human Resource Management: Published in Cooperation with the School of Business Administration, The
University of Michigan and in alliance with the Society of Human Resources Management, 48(4), 571-589.
Analysis Information
Purpose
Explore motivation theory as a useful model that can be used to predict behaviors such as voluntary
behavior, helping and prosocial behavior and organizational behaviors and their relationship with the
knowledge sharing behavior using the self-determination theory. The article also explores self-determination
theory which elaborates on autonomous motivation and controlled motivation from the multidimensional
framework. The source shows that autonomous motivation leads to improving reputation, positive feelings
and more positive behavioral outcomes than controlled motivation.
Audience
The author`s audience is the human resource managers who want to find out factors that influence
attitudes, satisfaction and sharing behavior.
Subject
Combines the theory of planned behavior (TPB) and self-determination theory (SDT) to explore the
knowledge sharing behavior.

Running head: ANNOTATED BIBLIOGRAPHY 3
Sources
Donate, M. J., & Guadamillas, F. (2011). Organizational factors to support knowledge management and
innovation. Journal of knowledge management, 15(6), 890-914.
Foss, N. J., Minbaeva, D. B., Pedersen, T., & Reinholt, M. (2009). Encouraging knowledge sharing among
employees: How job design matters. Human resource management, 48(6), 871-893.
Lin, H. F. (2007). Effects of extrinsic and intrinsic motivation on employee knowledge sharing
intentions. Journal of information science, 33(2), 135-149.
Wang, S., & Noe, R. A. (2010). Knowledge sharing: A review and directions for future research. Human
resource management review, 20(2), 115-131.
Gagné, M. (2009). A model of knowledge‐sharing motivation. Human Resource Management: Published in
Cooperation with the School of Business Administration, The University of Michigan and in alliance
with the Society of Human Resources Management, 48(4), 571-589.
Ipe, M. (2003). Knowledge sharing in organizations: A conceptual framework. Human resource
development review, 2(4), 337-35
Primary details
Thesis
Knowledge sharing is a concept of mutually and continually exchanging knowledge and creating new
knowledge. It incorporates individuals working together towards a common goal. Use of a motivation theory
is, therefore, a useful model that can be used to predict behaviors such as voluntary behavior, helping and
prosocial behavior and organizational citizen behaviors and their relationship with the knowledge sharing
behavior using the self-determination theory. The five main suggestion practices for Human resource
managers includes staffing, structure or job design and performance. Other suggestion practices include a
comprehensive system, managerial styles, and training.
Evidence
When people feel autonomous and competent, they would increase their knowledge sharing even more.
According to Gangne (2009), feeling autonomous at one`s job increased job involvement and performance
and increases motivation to reach goal attainment (201). The expectation to increase work performance are